Huawei winter _a_

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					Huawei winter (a)
China is the winter
This is a popular article in the IT industry, many company executives
are recommended reading to subordinates, Lenovo Group Chairman Yang is
the positive recommendation by the paper. Some people think that this
is Ren wake-up call for the IT industry, it was said that Ren is a
"show", there is speculation that Huawei personnel changes in the
public opinion. As manager of Huawei Ren little wary, so we never know
the true background of this article, but in the fiscal 2000 annual
sales of Huawei 220 billion to 2.9 billion yuan profit ranked first in
e-hundred When talking about the crisis and the failure of Ren really
thought-provoking.

All employees are considered, and if one day the company's sales
decline, falling profits or even bankruptcy, how do we do Peace in
our company too long, the official rise in times of peace too much,
maybe that is our disaster. Titanic is in the midst of cheers from the
sea. And I believe that this day will come. The face of such a future,
how do we deal with, we are not thinking too. We are proud of a lot of
blind people, blind optimism, if thought about too few people, perhaps
soon arrived. Be prepared, not alarmist.

When I went to study in Germany, see Germany after World War II,
recovered so quickly, was very moved. They were the workers to unite
and proposed to lower wages, no increase in wages, thus speeding up
economic development, so the post-war German economy is growing
rapidly. If Huawei's really a crisis comes, is not wages and salaries
by half, we rely on a little cabbage, pumpkin live, you can line Or
whether we will be able to lay off half of the rescue company. If this
is on the line, then risk is not dangerous. Because the risk of a
past, we can gradually fill back wages, or sales growth, will be
forced to lay off people, please come back. This is nothing crisis. If
both are carried out, can not save the company, thought not.

I think ten years is a failure every day, turn a blind eye to the
success, there is no sense of honor, pride, but the sense of crisis.
Only in this way may survive for a decade. We must all work together
to think, how to live, and perhaps live longer to save up some.
Failure is the day will surely come, we have to prepare, this is my
unwavering view from it is the law of history.

Huawei old crying wolf, cry more, we believed that some do not. But
the wolf really came. This year we have to start widespread discussion
of the crisis, what crisis Huawei discussion, your department have any
crisis, any crisis in your department, your processes, what crisis
point. Can improve it Can improve it Can increase the per capita
efficiency If the discussion is clear, that we might die to extend
our lives. How to improve management efficiency, we have been writing
a number of management points, these points can not be improved on
some of your work, if improvement that we go on.

First, balanced development, is to grasp a short piece of wood

How can we survive. Comrades, you have to think about, if your output
per capita per year, an increase of 15%, you may only hold the same or
may pay slightly decreased. Year decline in prices of electronic
products has more than 15% of it. We sell more and more, but profits
less and less, if we do a little small, we may not hold today, let
alone a raise. Can not rely on endless overtime, so be sure to improve
our management.

Improvements in the management, we must emphasize that improve our
shortest piece of wood. All departments and sections, the main leaders
of the process are necessary to grasp the weak link. To adhere to the
balanced development, continue to strengthen the process type and
time-based management system led by construction, in line with the
company to enhance the core competitiveness of the overall conditions,
to optimize your work, increase the contribution rate.

All companies must establish a uniform value evaluation system, a
unified evaluation system in order to enable staff mobility and
balance in the internal as possible. For example some people say that
I am engaged in research and innovation is very powerful, but how to
display the value of innovation, innovation must be transformed into
commodities in order to produce value. We focus on technology,
attention to marketing, which I do not object, but each chain is very
important. R u0026 D relative to use of services, the same level of a
service engineer may be greater than the integrated treatment of R
u0026 D capabilities also stronger. So if we agree on the service
system does not give, then this system will never be good people not
by the composition. Not by the best people to organize, is the high
cost of organization. Repair the machine as he flew past, a trip to
fix it, fix it and fly past, but also flying in the past and fix it.
We pay all the sponsors to the civil aviation Le. If we can fix one,
or simply do not have in the past, using remote guidance can be
repaired, we will save how much ah! Therefore, we should emphasize a
balanced development can not be dwelling on one aspect.

Second, to do with the people responsible for the accountability
system is essentially different, one is the expansion system, a system
is convergent

Why do we have to emphasize process-oriented model and time-based
system Now the cadres operating on the process, they also used to
everything superiors. This is wrong, there are already provisions, or
a practice, do not bother to consult, should be quick to let it pass.
Execution flow of people, is to be responsible, and this is what
accountability. Consult everything is on human responsibility, it is
convergent. We want to reduce unnecessary confirmation of things, to
reduce unnecessary in the management, important links, otherwise how
could the company run efficiently it We now have considerable
authority departments and a considerable establishment, in the
manufacture of garbage, and then entered the garbage sorting,
cleaning, manufacture of some people's jobs. Manufacture of these
complex documents, engage in a number of complex procedures and
unnecessary statements, documents, to feed some unnecessary to feed
the cadres, cadres authority can not produce value-added behavior. We
have to monitor the effective conditions, try to streamline the
agency.

Marketing agencies are incompetent. The daily paper like snowflakes,
like Fly, to report to the Office every day, this report today and
tomorrow to the report, which is incapable of organ cadres. Office
every month to fill a table of all the data, into the database, the
authorities should look for the data to the database. Starting
tomorrow, the extra marketing database to form a group of cadres, all
of the data only to this group will not be to the Office, the Office
must give authority score, you do not give them to play so good
points, so They eat a little loss, otherwise they will not understand
this truth, they will not serve you, make you a strong fight.

In their own work, we must dare to responsible, to make the process
faster, the people of self-preservation must be removed. Huawei gives
employees good benefits, so some people say do not lose this seat, do
not lose the benefits. Those who want to protect their own interests
people, to remove him from office, he was a stumbling block to change.
In the last year, if the behavior does not improve, or even have not
committed an error, the work has not improved, is not to remove him
from office in place. His department did not raise the per capita
benefits, he became the chief can not. He said he did not make a
mistake, ah, did not make a mistake you can as a cadre Some people
are not committed an error because he did not do a thing. And some
people at work made some mistakes, but he managed a large department
to enhance the per capita benefits, I think that cadres would use. On
neither made mistakes, and no improvement can be locally removed
cadres.

Third, self-criticism, thought, character, qualities, skills,
innovation and good tools

We must implement the self-critical as the center of organizational
transformation and optimization activities. Criticism of
self-criticism is not as critical, but not for the full negative
criticism, but to optimize and construction and criticism. The overall
goal is to enhance the core competitiveness of the company as a whole.

Why should emphasize self-critical We advocate self-criticism, but
does not promote mutual criticism, because criticism is not good grasp
of appropriate, if the criticism is very strong smell of gunpowder, it
is easy to cause conflict between the teams. While he does criticize
their own people do not own under the uncompromised, would mercy of
their own. That the use of lightly beat the feather duster, than do
not play well, play more years, you will be tempered into a steel Le.
Self-criticism self-criticism is not only individuals, organizations
have their own self-criticism. Through self-criticism, the backbone at
all levels should strive to shape their own, gradually moving towards
professionalism, to the international. Companies that self-criticism
is a good way of personal improvement, this weapon can not grasp the
staff at all levels do not wish to be promoted to them. Two years
later, still can not grasp and use of this weapon to reduce the use of
cadres. Cadres working in office to struggle the rest, more than
aggressive.

Officials should have the professionalism, dedication, responsibility,
sense of mission. We have no dedicated general staff requirements,
they should pay for their labor, to obtain a reasonable return. Only a
dedicated member of the operational requirements of their trained
cadres. In addition, we implement strict requirements of the senior
cadres, cadres generally not strict requirements. Have implemented
strict requirements for our administration costs too high. He has to
spend money because the tube ah, do not fight the things we want less
grain dry. Therefore our cadres at different levels have different
requirements, those who can not use the self-critical cadres of this
weapon can not be promoted.

Senior cadres from the beginning self-critical, high-ranking cadres of
democratic life every year, at the mention of the issue of democratic
life is very sharp. After listening, that was really intense internal
struggle, you see, they spoke very sharp questions, but they are not
finished shaking hands and fight go I hope that this spirit has been
able to pass down, the following must also be democratic life, we must
put forward their views with each other, each must be sweetness and
light when the comments. I think the criticism of others should be a
dinner party, should be painting, embroidery, to Wenliang Gong so.
Certainly not to the internal democratic life may become a militant's
meeting, senior officials pointed some of their high quality, more to
the grassroots level should be more moderate. Do not expect a
finished, not a year or two years may, not later than three years of
the progress. Cadres at all levels in the organization I hope the
democratic life of self-criticism session, be sure to grasp the scale.
I think people are afraid of the pain, the pain is not too good, like
painting, embroidery, like thin To cause to help people of his
weaknesses, suggest improvements, the sweetness and style best.

Fourth, qualifications and fictitious profit law is a reasonable
assessment of cadres to promote the company's orderly, efficient
system

We must unswervingly continue to implement the qualification
management system. The only way to change the assessment status
evaluation of Mongolia. Will make contributions to, and responsible
people to grow up as soon as possible. Incentives should be beneficial
to the company's core competitive strategy in full swing, but also
conducive to the core competitiveness of the recent growing.

What is leadership What is a politician The Israeli elections, let
us see the shortsightedness of the Jews. Rabin realized that a small
country of Israel, hundreds of millions of Arabs in the siege,
although several have defeated the Israeli war in the Middle East, but
can not say 50 years, 100 years later, the Arabs will not develop.
Today is not land for peace, demarcation of the border, and the
surrounding peace, then once the Arabs strong, they will re-displaced.
If so few Jews back in 2000 has not come back, might not be. And most
people only care about immediate benefits, Sharon was the hard-liners,
the recent win for the interests of Jewish people support him. I
finally see the Jews as we do a short-sighted. Do not our leaders to
meet people, but the purpose of promoting the organization, pay
attention to methods of work.

Officials should have the professionalism, dedication, responsibility
and mission. Difference between a cadre is not a good cadre, is not
loyal, there are four criteria: First, you have dedication, the
seriousness of the work improved, but also to improve it Could be
better This is the professionalism of your work. Second, you have
dedication, do not care too much about our value assessment system can
not be absolutely fair. Cao Chong said, as if the method to be used to
evaluate the qualifications, then it is certainly fair. However, if
evaluated with a precision balance, it is certainly not fair. We want
to be absolutely fair is impossible. I think that dedication is the
assessment of cadres, a very important factor. If you are too
preoccupied with a cadre, the cadres is absolutely done, you men have
a lot of soldiers, you selfish, preoccupied, your people can work with
you good No dedicated people not to do cadres, cadres must have to do
the dedication. The third and fourth point is to have sense of
responsibility and mission. Our staff all have a sense of
responsibility and sense of mission If there is no sense of
responsibility and mission, why do you want to be cadres. If you feel
or do you have some sense of responsibility and mission, up to
improve, otherwise you will eventually want to go on free.

				
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